STAMFORD -- Barack Obama won a second term and Obamacare is a reality. Now what?

That question, as well as the benefits and legal ramifications of company wellness programs, was addressed at a panel discussion organized by Stamford-based benefit consulting firm CBP and held Thursday morning at Stamford Yacht Club.

"No matter who you voted for at least now we know there will be some stability and continuity. That's the good news," Penny Boyd, compliance coordinator at CBP, said. "But there will be some changes."

The event drew about 60 people, mostly human relations professionals.

Connecticut, Boyd said, established a health exchange on July 1, 2011. Sixteen states are still undecided. The goal of health care reform, she said, is increase the quality and access of health care, we well as lower cost.

There are some changes afoot for health care in 2013, but 2014 will witness more and greater changes, Boyd said, as many provisions of the Affordable Care Act take effect.

"A lot is going on in 2014 and there are a lot of goals," she said. "Whether or not we address all these goals is yet to be seen."

Employers should be aware of changes in areas such as enrollment rules, counting employees, health care exchanges and health care costs. Employers may "pay or play," but would be subjected to fines -- up to $2,000 per employee -- for opting out of providing health care coverage to its employees.

"But remember, if you're paying you're paying a penalty to the state, not contributing to your employees' insurance," she said.

Garry W. Giannone, wellness director at CBP, talked about establishing and maintaining a wellness program; and Gary Phelan of the Westport law firm Cohen and Wolf discussed the legalities of such programs.

Giannone described wellness as: "Having the energy and vitality to be productive and feel and perform your best," adding that it is the "part of health you can still control.

"You need people who are vital and able to do their best for your organization," he added.

A small business with even two high-cost claimants can be burdened financially, Giannone said.

"Keep them healthy," he said. "In 2013, put a stake in the ground and get it started."

Phelan, who admitted to feeling like an ogre by raising warning flags about wellness programs, encouraged employers start programs, but do their due diligence first.

"Employee wellness will be an aspect of everything we do in employment law," he said. "Good employees come in all shapes and sizes, so be careful not to exclude good employees _ and not just for health reasons."

Wellness programs should be voluntary, Phelan said, but even that requires employers to be careful _ especially when rewards and incentives are part of the program.

"Good intentions can get an employer in trouble," he said. "Despite the fact that this makes sense, there will be people who are reluctant for a variety of reason."

Anna Duleep, a Norwalk Common Council member, attended the event and asked about the role local government in a city such as Norwalk could play in initiating a wellness program among the business community.

"Take the model we talked about and apply it to the community," Giannone said. "Get someone to take the lead and engage local businesses. Just getting the community up and moving is a good thing."

Giannone added the encouraging group activity is usually the most successful approach.

"Accountability happens in a group setting," he said. "Put the onus back on the business."

Kim Nash of Norwalk-based human relations firm OperationsInc said the forum was informational and was going back to her company's office at 535 Connecticut Ave. to share what she had learned.

"Employers have a lot to think about for the future," she said. "The health care reform aspect of the meeting was very informative and it's so important for our clients."